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Core Values and Motivators for Leadership Roles

The Leadership Forecast Values Report describes your core values and goals and how they can affect your career. What are the things that are most important to you in your career? What are the goals and values that motivate you? And what type of an organization would be the best fit for all of this? If you are a career women executive or a high potential, read on.

In this third and final installment of my series on Hogan assessments (if you missed them, be sure to go back and read part 1 and part 2 ), we’ll look at an assessment that can help you answer these questions: the Hogan Motives, Values & Preferences Inventory. Leaders are most effective when they work within an environment that supports and fits the things that are important to them. Sometimes I use this assessment to help people assess their next career move. Other times I use it to help them identify key steps to take to help make their current organization a better fit for them .

The Motives, Values & Preferences Inventory shows how you score on a wide variety of factors. Here is what high scores in eight of these areas means:

Recognition – You want to be seen, and you want people to notice and publically acknowledge the contributions that you make.

Power – You want to succeed. You don’t just desire to make things happen, you also want to do better than your competition.

Hedonism – Yes, you work hard. But you’re not all work and no play—you also want to have fun.

Aesthetics – You appreciate style, and it’s important to you that the end product looks, feels and sounds good.

Tradition – You’re happiest working for a company that values church, family and appropriate social behavior.

Science – You care deeply about technology and data, and you want to know how things work.

Commerce – In your quest to earn money you’re always on the lookout for new business opportunities.

Security – You really dislike uncertainty, so you’re happiest in an organization that’s both predictable and structured.

As with the other Hogan assessments, there are no right or wrong answers here. Your scores will help you see what type of an organization will resonate with you. In determining what would be a good fit we look at both the high scores and the low scores, as they both have potential downsides, and we also correlate this with the results from the other two tests.

For example, say you’re a software engineer and you scored low on “power” on the Motives, Values & Preferences Inventory, low on “sociability” on the Hogan Personality Inventory and high on “reserved” on the Hogan Development Survey. Chances are, none of these things are an issue in your current job. However, they could all pose problems if you’re interested in taking on a managerial role.

The information in this report will help you understand yourself a little bit better and your values-driven tendencies. Do not underestimate your values when looking for your next job!